Latest Updates on Japan’s Specified Skilled Worker System 2026: Fields, SSW No. 2, and Compliance
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Current 16 Fields, Policy Toward 19 Fields, SSW No. 2, and Compliance
The Specified Skilled Worker system is one of Japan’s key residence statuses for accepting foreign workers in labor-shortage fields. In 2026, important updates continue in field-specific operation policies, required documents, periodic notifications, SSW No. 2, and temporary measures in the food service field. This article explains the practical points for employers, Registered Support Organizations, and foreign workers.
Key conclusion: As of May 2026, Immigration’s practical document-list pages show 16 fields for SSW No. 1 and 11 fields for SSW No. 2. At the same time, the January 23, 2026 Cabinet decision indicates a policy direction toward 19 fields. In practice, employers must distinguish between currently operational fields and fields that will become available after ordinances and related rules are prepared.
Three points to understand first
Current document lists are still organized around 16 fields. The policy toward 19 fields must be checked against actual ordinances and application documents.
SSW No. 1 has a total period limit. Employers planning long-term retention should check the pathway to SSW No. 2 early.
Employment contracts, wages, social insurance, taxes, support records, and immigration notifications are continuously reviewed.
Main updates in 2026
In 2026, the Specified Skilled Worker system continues to be updated through field-specific operation policies, required document lists, operation guidelines, online periodic notification materials, and field-specific standards. SSW is not a system where everything ends once the worker passes an exam. Employer compliance, post-acceptance notifications, support implementation, and field-specific requirements remain important.
| Update | Practical meaning | Caution |
|---|---|---|
| Field-specific operation policies | Employers must check eligible fields, job categories, acceptance targets, and field-specific standards. | New fields may become available only after ordinances and related rules are prepared. |
| Required document lists | Applicant documents, employer documents, and field-specific documents must be checked for each application. | Using an old checklist can lead to missing documents. |
| Periodic notifications | Employers must continuously report activity, support, and employment status after acceptance. | Support logs and interview records are as important as the submission itself. |
| Food service temporary measures | COE applications in the food service field may be affected by temporary suspension measures. | Overseas hiring cases in food service require careful latest confirmation. |
Do not confuse the current 16-field operation with the policy toward 19 fields
Under the current practical operation, SSW fields include nursing care, building cleaning, industrial product manufacturing, construction, shipbuilding and ship machinery, automobile repair and maintenance, aviation, accommodation, automobile transportation, railway, agriculture, fisheries, food and beverage manufacturing, food service, forestry, and wood industry.
The January 23, 2026 Cabinet decision indicates a policy direction toward 19 fields, including newly added areas such as linen supply, warehouse logistics, and resource circulation. However, new fields and job categories become practically available only after ordinances and relevant rules are prepared.
Practical caution: Some articles or social media posts may simply say “SSW has 19 fields.” For real applications, employers must check whether the relevant document lists, field-specific guidelines, and accepting procedures are already in force.
Difference between SSW No. 1 and SSW No. 2
SSW No. 1 is for work requiring a considerable degree of knowledge or experience in specified industrial fields. It is generally subject to a total period limit and requires a support plan for SSW No. 1 workers.
SSW No. 2 is for work requiring skilled proficiency. If requirements are met, spouse and children may accompany the worker, making it an important option for long-term employment and retention.
| Item | SSW No. 1 | SSW No. 2 |
|---|---|---|
| Skill level | Considerable knowledge or experience | Skilled proficiency |
| Period of stay | Total period limit applies | Long-term employment may be possible through renewal |
| Family accompaniment | Generally not permitted | Spouse and children may accompany if requirements are met |
| Support plan | Required | Not subject to the No. 1 support plan |
| Practical meaning | Immediate workforce in labor-shortage fields | Skilled core worker for long-term retention |
Be careful with temporary measures in the food service field
On April 13, 2026, the Immigration Services Agency posted a temporary suspension measure related to Certificate of Eligibility issuance in the SSW food service field. This may directly affect overseas hiring cases where the applicant will enter Japan with a COE.
In food service cases, the practical points differ depending on whether the case is an overseas COE, a domestic change of status, renewal, or job transfer. Each case must be checked by application type and the applicant’s current location.
Caution: Do not assume that a worker can be invited to Japan simply because he or she has passed the exam. Check temporary measures, acceptance limits, application type, and the applicant’s current residence situation.
Practical checklist for employers
In SSW cases, the worker’s exam results are not enough. Employer eligibility is extremely important. If employment conditions, wages, social insurance, taxes, labor compliance, support implementation, or notifications are weak, the case may be negatively affected.
- Is the SSW employment contract appropriate?
- Are wages equal to or higher than those of comparable Japanese workers?
- Do job duties match the field and job category?
- Are social insurance, labor insurance, and taxes properly handled?
- Are field councils and field-specific additional standards satisfied?
- Is the support plan actually implemented and recorded?
- Are regular and occasional notifications filed on time?
- Are job changes, resignations, wage changes, and address changes properly tracked?
What foreign workers should check
SSW workers should not leave everything to the employer. They should also check their period of stay, job duties, wages, social insurance, taxes, job-transfer procedures, and possibility of moving to SSW No. 2.
Check renewal timing early and avoid gathering documents only at the last minute.
Make sure actual work matches the permitted SSW field and job category.
If long-term work in Japan is desired, check whether the field is eligible for SSW No. 2 and what exams or experience are required.
What Registered Support Organizations should focus on
A Registered Support Organization must do more than create a formal support plan. It must actually provide support and keep concrete records, including orientation, regular interviews, consultation support, administrative procedure support, and job-change support where necessary.
- Does the support plan match actual support?
- Are regular interview records concrete?
- Are worker consultations, complaints, and job-change issues handled?
- Is support provided in a language the worker understands?
- Are employer-side problems being ignored?
- Are notifications, records, and communication systems properly maintained?
Outlook: connection with the Employment for Skill Development system
Japan’s new Employment for Skill Development system is scheduled to begin in April 2027. As a result, the relationship between training, skill development, SSW No. 1, and SSW No. 2 will become more important.
Employers should not see SSW only as a short-term labor shortage solution. The practical direction is toward long-term workforce design: skill development, transition to SSW No. 1, possible transition to No. 2, and retention as core talent.
How Tommy’s Legal Service can help
Tommy’s Legal Service supports SSW No. 1 and No. 2 applications, renewals, job transfers, Registered Support Organization work, employer eligibility checks, notification and support-record review, and No. 2 transition planning.
- SSW No. 1 and No. 2 immigration applications
- Renewal, job transfer, and accepting-organization change review
- Field-specific standards and document-list confirmation
- Employer contract, social insurance, and tax document review
- Support system setup as a Registered Support Organization
- Periodic and occasional notification checks
- Roadmap for No. 2 transition, family accompaniment, and long-term retention
Consultation for SSW and RSO matters
The SSW system changes frequently, and field-specific operation differs by industry. Before filing, confirm the latest rules and the specific facts of your case, whether it is overseas hiring, domestic change, renewal, job transfer, SSW No. 2, or RSO support.
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